Steps of Recruitment

The process of recruiting is selecting the right candidate for the right job. It is one of the major functions of human resource department. The process of recruitment involves various steps to hire a candidate for a particular job. This article discusses the steps involved in recruitment process.

Steps in recruiting
Following are basic steps in recruitment process and commence with:

• Identifying and defining the job: The first and important step in recruting is to identify and define the job you are hiring for. This involves posts that are to be filled, number of candidates needed, qualifications required and the job profile. This makes your recruitment process easy and simple.

• Preparing job descriptions: This step will help you in deciding the type of person you are searching for. This should include title of the job, purpose and duty of the role, job location and information of the company. Moreover, decide on the additional responsibilities and certain specific skills a person need to have.

• Advertising the job vacancy: Advertising the vacancy is a successful way of recruitment process. By advertising the job, you can reach and attract a great number of looking for the job. The ad should necessarily include name of the company, job position, duties and responsibilities, skills and experienced required, salary package and the date of interview.

• Managing the responses: After advertising your company's vacancy, you need to manage the responses. Many applications come. It becomes a challenge for the company to select the right candidate according to job profile. So with huge responses, managing and shortlisting the best is required.

• Shortlisting of applicants/candidates: The next step in the process of recruitment is shortlisting of the applicants. This involves selecting the best among the candidates based on skills and experience required for the job, and then calling for the interview.

• Arranging the interview: For arranging interview, set a day and time. Then, through telephone or email inform them about the interview. Make a reminder call before interview if required.

• Interview and decision making: Interview is an opportunity for the company and for the applicant to know one another. As interview helps in knowing a candidate's skills and experiences, compare it with other candidates, and decide which one will be the best match for the post. Finally, this is followed by appointment formalities.

These are the basic steps that make recruitment process easy and simple.

Recruitment Strategy

Recruitment covers the process of targeting, selecting and on boarding the candidates to a business organization. Having recruitment strategy in place is very important to hire the right candidate. This strategy helps in effective recruiting of candidates.

An effective recruitment strategy should have the following elements:

• To identify and prioritize jobs: In every organization, requirement of candidates arises at various levels. It is a process that is never ending. All the positions are not possible to be filled immediately. Therefore, identifying the required position should be given attention. Prioritizing the vacancies is very useful for maintaining recruitment quality.

• Targeting the candidates: The recruitment process is only said to be effective when the organization understands the type of the candidate required for a particular job and also, he/ she should be beneficial for the organization. This should also cover the following : 
• Performance level that is needed: Various strategies are needed to be focused for recruiting high performers and average performers. 
• Experience level that is required: There should be clarity in recruitment strategy about the experience level the organization requires. The experience level of the candidate can be from a fresher to an experienced professional.

• Candidate category that is needed: In recruitment strategy, there should be clarity in defining the target candidates. The candidates could be from different industry, same industry, unemployed, etc.

• Sources of recruitment: The recruitment strategy should be clear about the methods of recruitment used for hiring a candidate that can be used for filling various positions. They are of two types - internal recruitment and external recruitment.
Internal recruitment takes place within the organization, whereas external recruitment is done from outside the organization. The recruitment strategy should clearly mention about the method of recruitment to be used for hiring a candidate.

• Using social media: Some people have their profiles updated on facebook, linkedIn, twitter, etc., and they may be serious in finding a job. You should get connected with those candidates who show interest and introduce themselves to your organization.

• Trained recruiters: The professionals that conduct the interviews and other activities of recruitment must be experienced and well trained. They must know about the behavior and technical skills that will be required for the job. Also they should be aware of the major parameters while taking interview when selecting a candidate.

• Evaluation of the candidates: The planning of recruitment process should be done in advance. There should be various rounds of interviews to evaluate the candidates. It help you in choosing the right candidate for the job profile.

Ways to Recruit a Nanny

Many people these days do not take risk of leaving their children alone when they go out for work. They would like to hire nannies or babysitters who would take care of their children. Nanny care is hence required a lot now a days. However, parents find it difficult to find a nanny. Before hiring a nanny, parents need to determine as to what level of assistance they require, they need to do screening, background checking, and estimate a family budget for the recruitment. There are many ways of finding a nanny and some of them are mentioned here.

Nanny Referral Agencies:
The parents need the assistance of professionals for hiring a nanny. Nanny referral agencies are such organizations that help people in finding a nanny based on their requirement. A nanny agency at first collects some retainer, the money that is not refundable. It may vary from $50 to $250. Then it conducts an interview for the family as to know their requirements. Based on that, it starts advertising showing the conditions applicable, and conducts pre screening for the selected candidates.

Then the candidates are referred to the parents for an interview. The parents are also given some tips on interviewing the person. Then the agency collects the feedback from the family and conducts background search of the selected candidate.

The fees is collected when the nanny starts working. Also client and nanny satisfaction is received and checked within 1-4 weeks.

By Internet:
Instead of finding a nanny through the agencies, it is more easier to find one using internet. Many web-based nanny referral services are in new entry in the market. These are a bit less expensive than the agencies.

A pool of non-screened nanny candidates are recruited by web-based nanny referral agencies. They provide the information of existing current pool of candidates on the website. The information is analyzed by the families and they screen the candidates according to their requirement. Then they can order the web-based agencies for background check of the candidate. Finally the final agreement is crafted.

Recruiting on Own:
When parents feel to recruit a nanny on their own, they have certain steps. First is to advertise that you need a nanny with specific requirements mentioned. Newspaper is the most commonly used way for advertisement. However, the conditions that one needs, should be mentioned in detail. Next telephonic screening should be done to get the names and address of candidates.

Later interview should be conducted in a neutral place such as a coffee shop instead of home. The candidate should be watched carefully and check how the person is interacting with the children. Then the references are checked and a work agreement is confirmed. Also make sure that all the information regarding taxes, salary, working hours, insurance etc. should be made clear before agreement.

Tips To Recruit A Project Manager

Hiring process has become difficult, as there is excessive competition for jobs in project management.

Before hiring project managers, restrict yourself to job description before selecting applicants. You won't be able to find someone who is proficient at everything, so be particular about things that cannot be compromised.

This will help you to target candidates who either meet or exceed those expectations. Prepare questions around potential events that a future project manager might face on the job. Identify ability of the candidate to think on his own. Select a person who is able to provide brief and feasible solutions to real time problems. Analyze particularly candidate's management experience. Be careful about candidates with a big list of accomplishments but who cannot recollect any details about the task.

A good project manager will be very eager to discuss how they saved money on a tight budget in the past. Investigate about projects they handled in the past. To make right hire, know from the candidates how they handled the problems in the past in the course of their experience. Ask the candidate to say their management style. Ask the candidates about sophisticated methods for staying organized and let them prove that they can handle the pressure. Measure their level of sincerity and see if you can picture your team members encouraging this person.

The Work Environment Assessment In Perfect Hiring

Most of the hiring decisions are made based on an interview. Traditional interviewing methods are less effective. A poor hiring decision increases the turnover rates and reduces the overall company profits. Because it will costs so much of money on giving training to wrong person as money is spent on recruitment and selection of that wrong person.

Most of the organizations hire employees based on skills and fire them because of attitude. Attitude can only be seen through behavior. One of the best practices to identify the candidate behavior and making right hire is Work Environment Assessment. The work environment can be described in terms of behavior.

The behavioral style of the person is important to perform according to the job requirements. If the behavior of the person does not match to the job, it will affect the work performance. Observing some of the elements can do the work environment assessment. Those elements are dominance, influence, steadiness, and compliance.